Beijing Baolande Software Corporation(688058)
Management measures for the implementation and assessment of restricted stock incentive plan in 2021
In order to further establish and improve the company’s long-term incentive mechanism, attract and retain excellent talents, fully mobilize the enthusiasm of the company’s core team, effectively combine the interests of shareholders, the company and the personal interests of the core team, make all parties pay common attention to and promote the long-term development of the company, and ensure the realization of the company’s development strategy and business objectives. On the premise of fully protecting the interests of shareholders, the company plans to implement the restricted stock incentive plan in 2021 (hereinafter referred to as “equity incentive plan” or “restricted stock incentive plan”) in accordance with the principle of equal incentives and constraints to ensure the realization of the company’s development strategy and business objectives.
In order to ensure the smooth implementation of the equity incentive plan, in accordance with relevant laws and regulations such as the company law of the people’s Republic of China, the securities law of the people’s Republic of China, the measures for the administration of equity incentive of listed companies, the Listing Rules of science and Innovation Board of Shanghai Stock Exchange, the business guide for information disclosure of listed companies on science and Innovation Board No. 4 – disclosure of equity incentive information The management measures for the implementation and assessment of the Beijing Baolande Software Corporation(688058) 2021 restricted stock incentive plan (hereinafter referred to as “the measures”) is hereby formulated in accordance with the normative documents, the articles of association and the relevant provisions of the company’s restricted stock incentive plan, and in combination with the actual situation of the company.
1、 Assessment purpose
Further establish and improve the company’s incentive and restraint mechanism, ensure the smooth implementation of the equity incentive plan, and give full play to the role of restricted stock incentive to the greatest extent, so as to ensure the realization of the company’s development strategy and business objectives.
2、 Assessment principle
The assessment and evaluation must adhere to the principles of fairness, openness and fairness, and evaluate in strict accordance with these measures and the performance of the assessment objects, so as to realize the close combination of the equity incentive plan with the work performance and contribution of the incentive objects, so as to improve the management performance level and maximize the interests of the company and all shareholders.
3、 Assessment scope
The measures are applicable to all incentive objects participating in the company’s equity incentive plan, that is, all incentive objects determined by the remuneration and assessment committee of the board of directors and approved by the board of directors. Including the directors, senior managers, core technicians of the company (including subsidiaries) and the personnel deemed necessary by the board of directors.
Among the incentive objects of this equity incentive plan, directors and senior managers must be elected by the general meeting of shareholders or appointed by the board of directors. All incentive objects must have employment or labor relations with the company or its subsidiaries when the company grants restricted shares and within the assessment period specified in the incentive plan.
4、 Assessment organization
(i) The remuneration and assessment committee of the board of directors is responsible for leading and organizing the assessment of incentive objects.
（2） The securities department and Human Resources Department of the company are responsible for the specific implementation of the assessment, and are responsible for and report to the remuneration and assessment committee of the board of directors.
（3） The securities department, human resources department, finance department and other relevant departments of the company are responsible for the collection and provision of relevant assessment data, and are responsible for the authenticity and reliability of the data.
（4） The board of directors of the company is responsible for reviewing the assessment results.
5、 Performance appraisal indicators and standards
(i) Company level performance assessment requirements
The assessment year of restricted shares (including reserved shares) granted in the incentive plan is three fiscal years from 2022 to 2024, and the assessment is conducted once in each fiscal year. Based on the operating income or net profit value in 2020, the operating income or net profit value of each assessment year is determined to be higher than the operating income growth rate (a) or net profit growth rate of the operating income or net profit value in 2020 (B) Conduct assessment, calculate the company level attribution proportion (x) according to the annual completion of the above indicators, and the performance assessment objectives and attribution proportion are arranged as follows:
Corresponding annual operating revenue growth rate (a) annual net profit growth rate (b) target value (AM) trigger value (an) target value (BM) trigger value (BN)
First vesting period 2022 80% 64% 110% 88%
The second vesting period is 2023 120% 96% 160% 128%
The third vesting period is 2024 150% 120% 200% 160%
Performance completion of assessment indicators company level ownership proportion (x)
A ≥ am or B ≥ BMX = 100%
Annual operating revenue growth rate (a)
An≦A
或净利润增长率（B）
A
注：1、上述“营业收入”以经公司聘请的具有证券期货从业资格的会计师事务所审计的合并报表所载数据为计算依据。上述“净利润”是指经审计的归属于上市公司股东的净利润，并剔除股份支付费用的影响。
2、若营业收入增长率、净利润增长率均达到触发值及以上，则公司层面归属比例（X）以孰高者确定。
若公司未满足上述业绩考核目标，则所有激励对象对应考核当年计划归属的限制性股票全部取消归属，并作废失效。
（二）满足激励对象个人层面绩效考核要求
激励对象个人层面绩效考核按照公司现行的相关规定组织实施，并依照激励对象的考核结果确定其实际归属的股份数量。激励对象的绩效考核结果划分为优秀、良好、合格、不合格四个档次，届时根据以下考核评级表中对应的个人层面归属比例确定激励对象实际归属的股份数量：
评价结果优秀良好合格不合格
归属比例100%100%60%0
如果公司满足当年公司层面业绩考核目标，激励对象当年实际归属的限制性股票数量=个人当年计划归属的股票数量×个人层面归属比例。
激励对象当期计划归属的限制性股票因考核原因不能归属的权益按作废失效处理，不可递延至以后年度。
六、考核期间与次数
(i)考核期间
本次激励计划授予考核期间为 2022-2024 年三个会计年度。
（二）考核次数
公司层面的业绩考核与个人层面的绩效考核，每个会计年度考核一次。
七、考核程序
公司证券部、人力资源部在董事会薪酬与考核委员会的指导下对激励对象进行年度考核，并负责对年度考核结果进行核查、分析、形成绩效考核报告上交董事会薪酬与考核委员会。
八、考核结果管理
(i)考核结果反馈与申诉
被考核对象有权了解自己的考核结果，人力资源部应在考核工作结束后 5 个工作日内将考核结果通知被考核对象。
如果被考核对象对自己的考核结果有异议，可与人力资源部沟通解决。如无法沟通解决，被考核对象可向董事会薪酬与考核委员会申诉，董事会薪酬与考核委员会可根据实际情况对其考核结果进行复核，并根据复核结果对考核结果进行最终确定。
（二）考核结果归档
考核结束后，考核结果由人力资源部作为保密资料归档保存。为保证绩效激励的有效性，绩效记录不允许涂改。若需重新修改或重新记录，须当事人签字。绩效考核记录保存期 5 年，对于超过保存期限的文件与记录，经董事会薪酬与考核委员会批准后由人力资源部统一销毁。
九、附则
(i)本办法由董事会负责制订、解释及修订。若本办法与日后发布实施的法律、行政法规和部门规章存在冲突的，则以日后发布实施的法律、行政法规和部门规章规定为准。
（二）本办法经公司股东大会审议通过并自股权激励计划生效后实施。
Beijing Baolande Software Corporation(688058) 董事会2021 年 12 月 25 日
